Unilever Case Study: Project Report on Workforce Transformation

This report provides an analysis of workforce transformation practices, focusing on attracting and retaining talent within Unilever. It begins by outlining the aims and objectives of the research, which centers on understanding workforce transformation in small to medium-sized businesses, identifying challenges in managing this transformation at Unilever, and formulating strategies to maximize its effectiveness. The report details the project management plan, including time, cost, quality, communication, scope, risk, and resource considerations. A work breakdown structure and Gantt chart are used to manage project activities. The research methodology employs both qualitative and quantitative methods, utilizing primary data collected through questionnaires and secondary data from articles and journals. The findings from the questionnaire, involving 30 respondents, reveal insights into awareness of workforce transformation, its role in organizations, suitable strategies for Unilever, long-term effects on productivity, and challenges faced during implementation. The report concludes with recommendations and a reflective discussion on the research process.

Managing a successful
business project

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK1 ............................................................................................................................................3
PART A...........................................................................................................................................3
Aims and Objectives...................................................................................................................3
P2 Project management plan.......................................................................................................4
P3 Work breakdown Structure and Gantt chart..........................................................................5
PART B............................................................................................................................................6
P4 Research Methodology..........................................................................................................6
Section 4- Findings .........................................................................................................................8
TASK 2..........................................................................................................................................13
CONCLUSION .............................................................................................................................13
Recommendation.......................................................................................................................14
TASK 3..........................................................................................................................................15
Reflection .................................................................................................................................15
REFERENCES..............................................................................................................................16
APPENICES..................................................................................................................................17

INTRODUCTION
Management is regarded as the concept that is used for the purpose of developing and
organising of talented employee’s so that it can posses positive impact on the organisation and its
overall productivity. In organisations it has become an important component for the purpose of
having adequate process for human resource management. Unilever is a brand that is serving the
progress organisations related with care about services, safety, reliability and value. The
organisation is dealing in delivering of outstanding customer services for optimisation of their
business services and efficiency (Turner, 2017). In present report there is analysis of the way
Workforce transformation practises are to be used for the purpose of managing the overall
business process for attracting and retaining of talent in the organisation.
TASK1
PART A
Aims and Objectives
Research Aim- “To determine the workforce transformation in small and medium sized
business”. A case study on Unilever.
Objectives:
 To understand the concept of workforce transformation in small sized business
 To identity various challenges associated with managing workforce transformation in
Unilever
 To formulate strategies for the purpose of dealing with challenges and maximisation of
effectiveness of workforce transformation in Unilever
Questions:
 What is the basic concept of Workforce transformation in small sized business?
 What are various challenges associated with managing workforce transformation in
Unilever?
 What are some of the strategies for the purpose of dealing with challenges and
maximisation of effectiveness of managing workforce transformation in Unilever?

P2 Project management plan
Time: it is the vital aspects that are to complete all the activities that have to be completed in the
particular identified time frame (Fahmi and Mohamed, 2020). For this purpose in the present
research report there is identified time period of three months to complete the research
report.
Cost: it is the amount and the total expenses that will take place while conducting the study. It is
very important for the respect to set up the budget in order to complete the study with
appropriate financial resources (Harsch and Festing, 2019). In preset study the required
budget will be approx $800 to complete the work suitably.
Quality: It is regarded as the aspect in which adequate quality standards have to be followed by
applying of various perspectives (Gündüzalp and Özan, 2020). In the present study there
will be identification of the ways in which there can be retention of talented employees for
longer time period.
Communication: It is very important for the researcher to communicate all the research
outcomes to all associated stakeholders. In present report there is use of both written and
verbal communication methods for the purpose of communicating all the research outcomes.
Scope: It is related with managing the coverall scope of the research report. In this process there
will be formulation of suitable strategies that is required for the purpose of managing the
competent talent in small sector business organisation.
Risk: it is related with the various associated risk that may affect the process of achieve the
present laid aims and objectives in the organisation (De Boeck, Meyers. and Dries, 2018). It
becomes very important for the research to have adequate measures to identify such risks
and formulate plans to deal with so that there can be no negative impact of such identified
risks on the overall outcomes of the research.
Resources: these are the resources that are required essentially for the purpose of completing the
project on time. It includes major resources that are manpower, machine, laptop and other. It
is identified that all these resources have to be optimised usage in order to maximise the
effectiveness of present research work (Mangue and Gonondo, 2021).

P3 Work breakdown Structure and Gantt chart
Work breakdown structure is a project management application that is used by the researcher for
the purpose of dividing all the activities in more manageable form (Wiblen, 2021). It is
effective technique that is used for breaking the work in smaller segments so that all the
objectives can achieve timely. It is mainly used for the purpose of achieving the project aims
and objectives in a simpler and effective manner (Greene, 2020).
Gantt chart:
Gantt chart is useful for the researcher to identify the overall timeline of the project. In
this the various project activities are shown on horizontal axis and the time required is shown on
vertical axis. It involves starting time and specific associated time for each activity so that
researcher is able to meet the targets and provided time frame.

PART B
P4 Research Methodology
Research methodology is a process that involves various activities for example data
collection data interpretation and documentation of data to reach towards valid conclusions. It
becomes important for researcher to specify a method to conduct the study based on overall
outcomes. Some of the specific research method used in the present context is mentioned below.
It is regarded as the method that is based on non-numerical information. In this there is collection
of ideas thoughts opinions of individuals that involves observation open ended questions.
 Quantitative method: It the method that is based on numerical terms and various facts
and figures. It involves various closed ended questions that are in numerical form. In the
present research work researcher is using quantitative method for the purpose of gaining

knowledge based on identified figures. It helps in the process of collecting data in a more
cost-effective and as per identified time period.
 Primary data: In this method is order is collecting first and original information so that
their evil together in depth knowledge. There are various methods of collecting primary
information that includes interview questionnaire observation. Primary data is used for
the purpose of reflecting prominent conclusions and validating the overall information
base. Secondary data: it is a method that is used for the purpose of collecting information
based on previous studies and existing sources. There are different methods of collecting
secondary information that includes articles, journals and magazines. It helps researcher
in collecting information so that they are able to further achieve the laid objectives.
 Justification: In the present research both primary and secondary data will be collected.
There will be use of existing knowledge related to topic that can help in development of
reliable and valid conclusions. For the purpose of collecting primary data questionnaire
will be used and for secondary data purpose journal articles will be considered.
 Questionnaire: Questionnaire is regarded as a research instrument that will be used by
the researcher to gain insights about the viewpoints of individuals. It will also help in
getting in-depth knowledge about the overall process of retaining and managing talent in
the small sector business organisation. In present study there is selection of 30
respondents on random basis that will form the basis of research.
Present findings
Questionnaire:
Q1. Are you aware with the overall concept of Workforce
transformation process in the organisation?
Frequency
a) Yes 22
b) No 8
Q2. As per your view point what is the basic role of effective
Workforce transformation in small and medium sector
organisations?
Frequency
a) retention of employees 8

b) Managing of talented workforce 7
c) Developing a brand image 8
d) Enhancing the performance level 7
Q3. What can be some suitable strategies that can help Unilever for
having proper measures of retaining and managing talented
workforce?
Frequency
a) Offering various digital training programs 6
b) Continuous measurement of employee performance 7
c) Offering monetary appreciation and rewards 8
d) Offering competitive pay 9
Q4. As per your views, what can be the long term effect of strategies
that will be used by Unilever for Workforce transformation on the
organisation productivity?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4
Q5. What are some of the challenges faced by Unilever in the process
of implementing suitable Workforce transformation strategies for
retaining and managing of talent?
Frequency
a) higher cost 9
b) lower employee motivation 8
c) No proper communication 7
d) Disagreements between employer and employees 6
Q6. As per your views, effective Workforce transformation can help
in attainment of strategic approach and competitive advantage at
Unilever?
Frequency
a) Yes 23
b) No 7

Section 4- Findings
Q1. Are you aware with the overall concept of Workforce
transformation process in the organisation?
Frequency
a) Yes 22
b) No 8
Interpretation: it can be said that while it was asked to 30 respondent’s about the basic concept
of Workforce transformation in organisation. 22 respondents had a positive view point while
remaining 8 replied in a negative manner to this question.
Q2. As per your view point what is the basic role of effective
Workforce transformation in small and medium sector
organisations?
Frequency
a) retention of employees 8
b) Managing of talented workforce 7
c) Developing a brand image 8
d) Enhancing the performance level 7

Interpretation: It is interpreted from the above graph that when it as asked about the
basic role of effective Workforce transformation in small and medium sector business
organisations. 8 employees had a view that it helps in retention of employees. 7 respondents felt
that there can be management of talented workforce. 8 had a view that there can be development
of required brand image. And remaining 7 had a view point that this efforts will lead towards
enhancement in the level of performance of employees.
Q3. What can be some suitable strategies that can help Unilever for
having proper measures of retaining and managing talented
workforce?
Frequency
a) Offering various digital training programs 6
b) Continuous measurement of employee performance 7
c) Offering monetary appreciation and rewards 8
d) Offering competitive pay 9

Interpretation: From the above graph when it was asked to 30 respondents about the
suitable strategies that can help Unilever in having proper measures of retaining and
management of workforce. 6 respondents felt that there can be various digital training programs.
7 had a view that thee can continuous evaluation of employee performance level, 8 felt that there
can be offering of rewards and appreciation while remaining felt that there can be offering of
competitive pay to employees.
Q4. As per your views, what can be the long term effect of strategies
that will be used by Unilever for Workforce transformation on the
organisation productivity?
Frequency
a) Positive impact 20
b) Negative impact 6
c) Neutral 4

Interpretation: It is interpreted from the graph that when it was asked to 30 respondent
about the long term impact of strategies that will be adopted by Unilever for Workforce
transformation on the organisation productivity. 20 respondents felt that it will have a positive
impact, 6 had a view that it will lead to negative impact and remaining 4 felt that it may be
neutral.
Q5. What are some of the challenges faced by Unilever in the process
of implementing suitable Workforce transformation strategies for
retaining and managing of talent?
Frequency
a) higher cost 9
b) lower employee motivation 8
c) No proper communication 7
d) Disagreements between employer and employees 6
Interpretation: It is interpreted from the graph that while it was asked to 30 respondents
about the challenges that are faced by organisation in the process of implementing of suitable
Workforce transformation strategies in order to manage the qualified talent. 9 respondents felt
that there is high associated cost. 7 had a view that there is no proper communication, 6 had a
view that there are instances of disagreements between the employee and employer. While
remaining 8 felt that lower employee motivation is also a challenge.

Q6. As per your views, effective Workforce transformation can help
in attainment of strategic and competitive advantage at Unilever?
Frequency
a) Yes 23
b) No 7
Interpretation: It is interpreted from the above graph that when it was questioned to 30
respondents about the way Workforce transformation process can help in strategic and
competitive advantage at Unilever. 23 respondents had a positive view point while remaining 7
replied in a negative manner.
TASK 2
CONCLUSION
It is concluded from the above made analysis that Workforce transformation is one of the most
important aspects that can lead to words retaining and acquisition of talented workforce. With
the changing external environment and its management process is related with achievement of
higher competitive advantage. In order to retain talented employees it becomes important to have
proper job development opportunities and career development prospects that can lead to words
positive mind set of employees. All this together contributes towards achievement of strategic
competitive advantage for organisations.

Recommendation
For the purpose of retaining suitable talent for long term in small sector organisations there are
some of the recommendations as mentioned below:
 Investing in employer brand: It is recommended that Workforce transformation starts
before an employee is joining the organisation. It is related with attracting and bringing
right talent based on branding initiatives. In Unilever the organisation can work towards
focusing on alignment of communication efforts to create an employer brand.
 Enhancing employee development process: In organisations it becomes very important
to enhance the overall employee development process. For this on the job training
measures must be adopted where employees were simultaneously go through training
programs. There must be clear strategies to enhance the employee engagement so that
employees can remain most motivated to perform their roles and responsibilities.
 Boosting the level of individual productivity: Employees must be offered with various
platforms that can help them in enhancing their individual level of productivity. For this
purpose various recognition programs have to be developed that can help in managing the
individual performance. Financial and non financial incentive can be very helpful in
order to maximize the way a particular employee is contributing towards the
organisation.
 More data driven: In small sector organisations it is very important to have proper data
driven policies and decision making process. It can be very helpful in taking advantage of
the available data to reach towards future decision making. It can also enable employees
to understand the way Workforce transformation initiatives can contribute towards
detaining talent in the organisation.
 Right software solutions: It is recommended that for the purpose of having effective
Workforce transformation versus it becomes important to have to talent acquisition,
performance management, and employee engagement and employee communication. All
these together can help in offering proper valuable information for the purpose of
influencing employee productivity experience and satisfaction.

TASK 3
Reflection
In the present search report I collected information based on primary and secondary
sources of data. All the sources of the information for collected to ensure that there is proper
authenticity of information. I used primary sources of information to collect the viewpoints of
various respondents on the Workforce transformation practices in organisation. On the basis of
present study I have analysed various issues that arise in the process of Workforce
transformation in small sector organisations. Further I also understand the importance of
effective Workforce transformation strategies that can contribute towards managing the talented
employee’s retention and acquisition in the organisation. I use my existing communication skills
to collect the information verbally and forth in return form from all the respondents who were
employees presently working in the organisation. I faced certain issues related to ethical and
privacy of the respondents that is one such aspect that I will be working in order to maximise my
professional competence in coming future time period.

REFERENCES
Books and Journals
Turner, P., 2017. Workforce transformation in healthcare: exploring how the world’s health
service organisations attract, manage and develop talent. Springer.
Fahmi, T.M. and Mohamed, H.A.S., 2020. Examining the Relationship Between Workforce
transformation Practices, Work Engagement and Intention to Quit of Academic Staff:
Insights from Egyptian Faculties of Tourism and Hotels. International Journal of
Hospitality & Tourism Systems, 13(1).
Gündüzalp, S. and Özan, M.B., Talent wars to Workforce transformation. Journal of Anatolian
Education Research, 2, pp.14-46.
De Boeck, G., Meyers, M.C. and Dries, N., 2018. Employee reactions to Workforce
transformation: Assumptions versus evidence. Journal of Organizational Behavior, 39(2),
pp.199-213.
Vaiman, V., Collings, D.G. and Scullion, H., 2017. Contextualising Workforce
transformation. Journal of Organizational Effectiveness: People and Performance.
Jais and et.al. 2021. Workforce transformation in Higher Education Institutions: Developing
Leadership Competencies. Journal of Education and e-Learning Research, 8(1), pp.8-15.
McDonnell and et.al., 2017. Workforce transformation: a systematic review and future
prospects. European Journal of International Management, 11(1), pp.86-128.
Wiblen, S. ed., 2021. Digitalised Workforce transformation: Navigating the Human-technology
Interface. Routledge.
Greene, R.J., 2020. Strategic Workforce transformation: Creating the right workforce.
Routledge.
Mangue, C.L.D. and Gonondo, J., 2021. Academic Culture and Talent Cultivation: The Chinese
Experience. Journal of Comparative and International Higher Education, 13(1), pp.133-
150.
Harsch, K. and Festing, M., 2019. Managing non-family talent: Evidence from German-speaking
regions. German Journal of Human Resource Management, 33(3), pp.249-279.
Online
10 Workforce transformation Strategies, 2021 [Online], available through<
https://www.edapp.com/blog/10-talent-management-strategies/>
Workforce transformation practices in small- and medium-sized enterprises in the hospitality
sector: An entrepreneurial owner-manager perspective, 2020 [Online], available through<
https://www.emerald.com/insight/content/doi/10.1108/WHATT-10-2017-0065/full/html>
How Recruiters Can Help Solve Workforce transformation Challenges, 2020 [Online], available
through<https://www.topechelon.com/blog/recruiting-software-solutions/talent-
management-challenges-issues-problems/>

APPENICES

Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: “To determine the
aspects of the workforce management”. A
study on Unilever.
Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates) What have you completed?
 Did you fulfil Task requirements? Are you on track and within
deadlines set?
 Did you need to make any changes to
your project management plan?
I have completed my project on the topic of
“To identify the ways Workforce
transformation strategies that can be used
for the purpose of managing and retaining
talent in small and medium sized business”.
A study on Unilever.
Yes, each task has been completed as per
specific time period.
No.
Any risks and / or issues identified?
Did you identify risks/issues with a lack of
skills required for undertaking research
tasks?
Did you identify any additional risks/issues
that have an impact on the project
management plan?
No, the work is implemented in a more
specific and systematic manner as per
requirements.
Yes, there were issues related with
communication and resource management

process.
Problems encountered
What barriers did you face?
How did you overcome them?
Using of verbal communication channels for
collecting information from the target
segment of respondents.
With the focus on speaking skills.
New Ideas and change of project direction
What Have I learnt about myself this week?
How did I feel when I had to deal with
tasks/problems?
How well have I performed? What did I
contribute?
What can I improve on next week?
How might this learning apply in the future?
I felt higher self confidence to deal with issue
sin my professional career.
By the application of my present management
skill sets it was able to manage towards
relevant conclusions. .
By improving the communication skills
To conduct the research more effectively
Tasks planned for next week
Which tasks are priority?
Have you set aside sufficient time for
completion?
The process of data collection and
interpretation in study.
Yes, by application of Gantt chart and Work
breakdown structure.
Project plan status to date (on, ahead,
behind)
Supervisor comments to address

Signature of the Supervisor and date: